Cognitive Ability Test
Abstract Reasoning Test
A quick and easy way to test candidates' abstract ability.
Clevry Abstract Reasoning Test
Easily assess a candidate’s ability to deal with complex data and identify patterns, trends, and rules to solve logical problems.
The Clevry Abstract Reasoning Test makes it easy to assess your candidates’ abstract ability (sometimes called spatial or logical reasoning) and see how they interpret this information to identify logical patterns and predict sequences using rational strategies.
Developed by our team of in-house business psychologists, all Clevry tests are built to adhere to rigorous guidelines published by the British Psychologists’ Associations (BPA), meaning our abstract tests can be trusted to have high validity.
Select from one of our off-the-shelf norm groups to easily compare your candidates against global benchmarks, or create your own.
Time limit:
24 minutes
Questions:
16
Ave. completion time:
15 minutes
Abstract Reasoning Test
Abstract testing for every level
A fairer and more objective measure of candidates' ability to work complex information, data and patterns across mid and high-level roles.
Gain deeper insights into how candidates interact with complex information in a workplace context and make better hiring decisions.
Better candidate experience
Use your own company branding
Improve the candidate experience by adding your own company logo and branding to our platform to give your candidates a seamless recruitment experience.
Easily build your own assessment campaigns by choosing from our library of off-the-shelf psychometric assessments, or work with our team of occupational psychologists to develop custom built assessments tailored to your organisational framework or specific roles.
Abstract reasoning tests led by science
Industry leading platform
The Clevry assessment platform provides powerful insights into your candidates’ personality, ability and motivational drivers within the workplace. Gain a more well-rounded view of your future talent and their ability to perform in the role.
One personality test yields a range of useful psychometric reports including personality profiles, onboarding reports, team strengths and leadership reports so your new recruits can hit the ground running.
Our assessment division was originally founded as Criterion Partnership in 1991 by Richard Hunter, who prior to this co-built the OPQ at SHL.
Clevry’s personality and cognitive ability tests are based on rational model which means all our psychometric assessments have the highest predictive validity of different psychometric tests.
- Measuring distinct elements of personality (traits), not broad domains. Shows “strength of preference” on a scale, rather than categorising people on one side or another.
- Find our scale library here.
- Candidates’ responses are always compared to a norm group.
- High levels of reliability and validity.
- Accredited by The British Psychological Society.
Abstract reasoning tests provide an unbiased and equitable approach to evaluating candidates, focusing on their spatial reasoning and abstract thinking abilities.
Automated scoring mitigates the potential for bias associated with gender, ethnicity, or other demographic factors, ensuring a fair and impartial hiring process.
Abstract reasoning tests empower recruiters to efficiently streamline the initial stages of the hiring process by enhancing the screening of candidates. This saves time and resources, and also aids organisations in identifying individuals with the appropriate abstract thinking skills essential to succeed in the role.
With automated scoring, the reliance on manual efforts is minimised, ensuring a consistent and unbiased evaluation process. This automated approach liberates recruiters to focus their time and expertise on interpreting results and engaging with candidates who exhibit the required abstract reasoning skills.
The scalable nature of abstract ability tests allows organisations to evaluate a substantial number of candidates without significantly escalating recruitment costs.
Abstract reasoning tests offer a more predictive method for assessing and selecting candidates, focusing on their spatial and logical skills. These tests measure a candidate’s capacity to comprehend and analyse patterns and draw conclusions from abstract information.
Clevry complies with UK GDPR and stores all data with UK datacentres. Our GDPR compliance is driven by our internal data security policies and experience with data protection laws since 1992.
Our data security policies are ISO27001 certified, ensuring high standards for establishing, implementing, maintaining, and continually improving our information security management system.
It also includes requirements for the assessment and treatment of information security risks.
Our accreditation is subject to external audit on an annual basis.
ISO certification can be checked by visiting the QMSUK website here and entering our certification number 291682018.
For organisations
Abstract reasoning test FAQs
An abstract test is for roles where candidates will need to deal with complex data and identify patterns, trends, and rules to solve logical problems.
Sometimes known as inductive or diagrammatic reasoning tests, these tests are non-verbal and adopt a multiple-choice format under timed conditions to measure ability to work with new concepts.
Candidates are presented with a series of shapes or patterns and asked to predict next in sequence using rational strategies.
Abstract reasoning tests are beneficial for roles that require strong problem-solving, critical thinking, and the ability to analyse and interpret complex visual information.
Some roles that are particularly well-suited for abstract reasoning tests include:
- Engineering and technical positions:
Abstract reasoning is crucial for engineers and technical professionals who need to conceptualise and solve complex problems. - Design and creativity roles:
Individuals in design fields, where the ability to think abstractly and visualise concepts is essential, can benefit from abstract reasoning assessments. - Research and analysis positions:
Professionals involved in research or data analysis often need to interpret and synthesise abstract information to draw meaningful conclusions. - Strategic planning and decision-making roles:
Leaders and executives who make strategic decisions based on intricate, abstract data can also be assessed using abstract reasoning tests.
Abstract reasoning tests measure a range of cognitive skills, including:
- Pattern recognition:
The ability to identify patterns and relationships within abstract shapes or symbols. - Spatial visualisation:
Assessing how well candidates can mentally manipulate and visualise two-dimensional and three-dimensional shapes. - Logical reasoning:
Evaluating the candidate’s capacity to make logical deductions and infer relationships based on abstract information. - Problem-solving:
The tests often include scenarios that require candidates to solve abstract problems, demonstrating their problem-solving skills. - Critical thinking:
Abstract reasoning tests assess the candidate’s ability to think critically and make sound judgments based on abstract patterns or information.
- Identifying analytical thinkers:
Abstract reasoning tests help identify individuals with strong analytical thinking skills, crucial for roles that involve complex problem-solving. - Predictive of job performance:
Success in abstract reasoning tests often correlates with success in roles that require creative problem-solving and the ability to handle complex, abstract data. - Fair and objective assessment:
These tests provide a fair and objective means of evaluating candidates, minimising bias and ensuring a standardised evaluation process. - Efficient screening:
Abstract reasoning tests enable recruiters to efficiently screen candidates in the early stages, saving time and resources by quickly identifying individuals with strong abstract thinking abilities. - Scalability:
Abstract reasoning tests are scalable, allowing organisations to assess a large number of candidates without significantly increasing recruitment costs. This scalability enhances the efficiency of the assessment process.
